Human Resource Managers

Human Resource Managers

According to Nankervis (2019), human resource managers are accountable for the recruitment, assessment, interviewing and placement of workers in various departments. They can also manage employee affairs, payroll, benefits and educations. They also coordinate and direct the administrative roles of a company. In recent years, human resource specialists were frequently viewed as specialists that guarantee that every member of staff complies with company’s policies. The responsibility of human resource professionals has also characteristically been linked with executive responsibilities, such as collection and storage of paperwork, and they have conventionally worked towards creating and implementing corporation guidelines.

Emerging Knowledge, Skills, and Abilities

When considering the increasing roles of HR administrators in any company, it is important to state that their developing knowledge and capabilities need to be deemed to be founded on various aspects. One of the aspects involves competency with data analysis. Human Resource managers have a far bigger obligation than talent supervision within a company (Albrecht et al., 2019). The increase in demand for invention and competitiveness has generated the requisite for a comprehensive understanding on data analysis in the daily responsibilities.

The other aspect involves applicant management and tracking software. Employee management has turned to be one of the important responsibilities accorded to the HR management. Therefore, having the capability of managing an applicant management and tracking software is also considered as an important necessity. The other important aspect involves budgeting. Reimbursements and paybacks are all channelled through the human resource manager. This is in addition to training and development, social undertakings, and performance appraisals. The undertakings have to be assimilated into their organization’s strategic design and accounting, while considering projects and their discrete purposes (Armstrong, 2019). The key responsibility of an HR manager is to limiting expenses and not overspending on pointless projects. The other aspect involves empathy. HR leaders should be more than being courteous to people.  There is need for an in-depth understanding of how humans deliberate and act. They similarly need to be well proficient in interpreting body language and nonverbal indications to fulfil their responsibilities.


Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage. Journal of Organizational Effectiveness: People and Performance.

Armstrong, M. (2019). Strategic human resource management. pdf drive. com.

Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management. Cengage AU.

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